Human Performance Improvement: Building Practitioner Competence
Improve your bottom-line results with this handy reference guide that provides the tools and techniques fundamental to the practice of HPI and carrying out your own plan.
TABLE OF CONTENTS Human Performance Improvement: Building Practitioner Competence
Appendix II: Determining Your Optimum Pathway to Development
This instrument is designed to help you or others assess your strengths and areas for growth as you begin your journey to becoming a Human Performance Improvement practitioner. This instrument will also help you identify your priorities for development.
Instructions:
For each HPI competency listed, indicate your current level of aptitude in Column A:
0-Expert Extremely skilled. Can demonstrate this competency in highly complex situations; could instruct others in the development or application of this competency.
1-Intermediate Skilled. Can demonstrate this competency in most situations; might require some help in complex situations; could instruct others in the application of this competency in basic situations.
2-Novice Have some limited experience demonstrating this competency. Would benefit from some help if the situation was not straightforward.
3-None Cannot, or have never had the opportunity to, demonstrate this competency.
Next, for each HPI competency listed, indicate the importance of demonstrating that competency in your job now or in the future.
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0-N/A Not applicable to my job.
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1-Low Not that critical to success in my job.
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2-Medium Important to success in my job.
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3-High Extremely critical to success in my job.
Finally, to determine your priorities for development, multiply the number in Column A by the number in Column B. Place the product in Column C
Competency Assessment Instrument
| Core Competencies | Column A Current Level of Aptitude | Column B Importance to Job | Column C Priority (A x B) |
|---|---|---|---|
| 0-Expert 1-Intermediate 2-Novice 3-None | 0-N/A 1-Low 2-Medium 3-High | ||
| Industry Awareness: Understanding... |
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